同儕提名法在圍體活動中評鑑初中階主管之應用

Managerial Assessment by Peer Nomination in Group Exercises

李俊明(Chun-Ming Lee)；張裕隆(Yue-Loong Chang)

同儕提名 ； 核心才能 ； 主管評鑑 ； 團體活動 ； peer nomination ； competency ； managerial assessment ； group exercise

應用心理研究

10期（2001 / 06 / 01）

97 - 133

繁體中文

本研究的主要目的在於針對主管發展一套同儕提名評鑑工具，並進一步探討其信度與效度以及內部機制與影響因素。研究者首先針對某證券公司之初階與中階主管進行工作分析，並根據重要管理能力設計活動與評鑑工具。研究者並藉由自編考核表、該公司現有的主管考核資料、部屬滿意度調查結果、以及追蹤活動後兩年內晉升次數等來代表受評主管的工作績效，並據以探討同儕提名評鑑工具與主管人員工作績效之問的關係。結果顯示：同儕提名法評鑑工具的評分者間信度甚高，肯德爾和諧係數為.28-.62，均達.01以上顯著水準，評分者內信度的中位數亦達.81；至於效度方面，以考核表總分、優於部門同仁、晉升潛力、領導能力、忠誠度、過去三年考績、部屬滿意度、兩年內晉升次數等為效標變項，針對初階與中階主管進行迴歸分析，效度係數中位數分別為.67與.56。此外，為進一步瞭解同儕提名法之內部機制與影響因素，研究者綜合調查結果與追蹤晤談資料，嘗試提出一個模式來加以說明。最後，研究者提出本研究之限制、後續研究方向、及全業實務應用等之建議。

The purpose of this study is to develop a managerial assessment system of peer nomination, to investigate the system's reliability and validity, and to clarify the influencial factors and psychological mechanism. After gathering the job-analysis information by questionnaire (N=86) and interview (N=16), the researchers developed managerial competencies, peer nomination form, group exercises, and criteria questionnaire. Seventy-five supervisors participated the group exercises, twenty-six of those samples joined the follow-up interviews, and forty-eight supervisors were analyzed for the follow-up validation after two years. The results showed that: (l) the interrater reliability (Kandll coeffient) was .28-.62, and the median of intrarater reliability reached .81; (2) the median of validity was .67 for 1st level managers and .56 for middle level managers. The researchers combined the results of feedback questionnaire and follow-up in-depth interview, then developed a hypothetical model to clarify the mechanism of peer nomination.